Employers can do a great deal to intervene to reduce problems for mid-life women workers, including making low cost environmental changes like the provision of USB fans and introducing flexible working patterns so women can cope better with menopause-related sleep loss.

That compared to other reproductive stages such as pregnancy and maternity, menopause is not well understood in or catered for in UK workplaces

There is a social responsibility case for greater organisational attention to transition, in order to ensure mid-life women have the highest possible quality of working life

Cultural change programmes aimed at fostering open and supportive workplace environments around menopause transition are the foundation on which other, more tangible changes can be based

There is a legal case for organisational attention to the menopause transition

There are economic costs of transition for women as well as employers, but the most significant evidence gaps exist around the business or economic case for organisational attention to transition

One specific gap is the absence of any estimates at all for the costs of transition in the UK for women’s economic participation. This is important in continuing to develop the business case for organisational attention to menopause transition

Professor Jo Brewis, who was the lead author of the study from the University of Leicester, said: "Menopause transition has both negative and positive effects on working women, although there is more evidence for the former, including reduced productivity, higher rates of absenteeism and lower job satisfaction. The evidence indicates that many women find transition symptoms, especially hot flushes, difficult to manage and that being at work can exacerbate these symptoms.

"But women tend to feel that they need to cope alone, for example because they don't want their manager or colleagues to think their performance is being affected or because they find the prospect of disclosure embarrassing. There is also some evidence of gendered ageism in organisations, a factor which requires more research."

More women in the UK were working than ever before – some 70 per cent as it stands – but they also outnumber men in many labour market sectors, including health and social care, leisure, the professions and customer service.

Moreover, women now work much later in life: indeed the largest increase in UK employment rates since the early 1990s has been among women aged 50 and over. This is for a variety of reasons, including an ageing population more broadly, employers' efforts to retain skilled workers and increases in the state pension age.

As a result, with the average age of menopause being 51, many more women in the UK now experience this natural mid-life phenomenon whilst in employment, and are managing menopause transition symptoms through their forties.

The researchers hope their study will have a four-fold benefit: inspire employers across the UK to take action on this demographically pressing issue; reassure mid-life working women that their experiences of menopause transition are in no way unusual; educate those working with mid-life women about menopause transition; and encourage UK researchers to work to fill the numerous evidence gaps we have identified.

The report reviews 104 English language publications - the evidence base for the effects of menopause transition on women's economic participation in the UK from 1990 to the end of March 2016.